About

Human Side of Management

“Managers have traditionally developed the skills in finance, planning, marketing and production techniques. Too often the relations with their people have been assigned a secondary role. This is too important a subject not to receive first-line attention. In this regard we could learn much from the Japanese. We must reinvest in the human side of management.” These words of wisdom by William Hewlett underline the importance of the subject under consideration in this article. Management, considered by some to be a worthless and undemanding profession, is in truth one of the most difficult jobs a person can undertake. Managers need not only be highly technically proficient but also require the ability to interact, deal and collaborate with people. In the modern age managers have achieved recognition as highly significant figures in the society, which directly leads to a weight of expectation being placed on their shoulders. Managers are looked upon as sources of inspiration, guidance and reliability. This load of expectation is in addition to the traditional management responsibilities that managers are bound to handle. A manager who is a master of all technical trades may still lack a few virtues required to be considered ‘great’. As the article suggests, great managers are the ones who realize that managing is not just a series of mechanical tasks but rather a set of human interactions. The traits and virtues required by managers to be labeled as great are discussed in detail in the article and practical examples of managers who have used these qualities to achieve enormous success are cited. The necessity for managers to maintain a solid relationship and understanding with the workforce is highlighted time and again in the article. Corporations, on the brink of uncertainty, unrest and in some cases even liquidation, have recovered to deliver high profits within a small timeframe owing to the integrity, imagination, empowerment, humility and heroic nature of...

You May Also Find These Documents Helpful

...﻿
Human Resources Management
Final Essay
Conflicts
For the human resources professional, it is important to be able to expect conflict to occur in our organizations, identify conflict in the workplace and know how to quickly and effectively resolve the underlying issues in a positive way. Resolving conflict in a positive manner can lead to much-improved professional and personal relationships. Mastering a few fundamental conflict resolution skills can enable you to become a better leader, decision-maker, co-worker and friend.
Whether dealing with a disagreement between co-workers or breaking through a standstill in a job contract negotiation, conflict resolution is best approached through a deliberate process that considers the different conflict resolution styles of each participant. Done well, conflict resolution can save relationships, time and resources, while improving productivity and helping move projects forward toward completion.
DEFINING CONFLICTS AND IT’S ORIGINS
Conflict is defined as an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities (i.e., individual, group, organization, etc.). Some of the manifestations of conflict behavior are expressing disagreement with the opponent, yelling, verbal abuse, interference, and so on. Conflict occurs when one or more social entities:
are required to engage in an activity that is incongruent with...

...﻿Question 1
Analyse how BASF, by adopting a strategic approach to human resource management, seeks to proactively provide a competitive advantage, through the company’s HRM practices.
Every organisation is concerned with competing effectively in the global market. BASF’s mission and values are set out in the case study (Mancosa 2014:38) as follows:
Mission: To increase the satisfaction of customers, employees and shareholders. BASF makes sure that they add value, innovate to make customers more successful, drive sustainable solutions and forms the best team.“Each of these companies strives to make their customers more successful…”(Mancosa 2014:38).
Values: The values stated in the case study (Mancosa 2014:38) are Creative, Open, Responsible and Entrepreneurial.
It is clear that two strategies are being used in BASF namely Overall Cost Leadership as well as Differentiation.
Description
Impact on HR practices
Overall Cost Leadership
(Noe et al,2012) defines Overall Cost Leadership as “…becoming the lowest cost producer in the industry”
Skills requirement and investment in training (Mancosa,2014) states “…BASF Holdings (Pty) Ltd have invested approximately R3 million in training initiatives.”
Promote internally (Mancosa,2014) notes “…aim to promote pools of talent allowing it to fill positions from within…”
Differentiation
(Noe et al,2012) defines Differentiation as “…creating a difference between the organisation’s product...

...﻿INTRODUCTION
The reasoning behind Strategic Human Resource Management (SHRM)
Strategic human resource management by definition utilizes employees as a source for managing any organization’s needs. As such, organizations assets include the employees that provide a viable advantage to the said organization. Forward thinking organizations have this perspective and show this; by the way, employees are hired, promoted and compensated. This action on the organizations part creates an environment and workforce poised for corporate success.
Implementing a strategic human resource management plan
As a public manager working together with other managers and employees helps to foster a healthy environment that allows strategic communication to thrive. This collaborative effort also ensures that there is a better understanding of human resource processes that could do with improvement or revamping (Paynes, 2013, p. 57).
In the vision of exercising SHRM, employees are never viewed as machines and considerations are given in many regards. The planning and employment process of a human resources department to funnel an employee from the “candidate stage” all the way through the “hiring process,” to “employee status” and then to the “remuneration and benefits stage” is a goal that has a sequence, which in turn must embraces federal legislative policies and...

...﻿
Human Resource Management
The first stop at the place of employment on the first day of work is human resource management (HRM) office. Known in the past as the personnel department is now HRM; the place where contracts and all necessary documentation is processed before employment begins at the workplace. To some this is a friendly place and to other is threatening.
Definition
To understand what human resource management means and does, it is necessary to begin with a definition of its terms:
Human: of, relating to, or characteristic of humans, consisting of humans (Merriam-Webster).
Resource: a source of supply or support; an available means usually used in plural; a natural source of wealth or revenue often used in plural; a natural feature or phenomenon that enhances the quality of human life; a source of information or expertise (Merriam-Webster).
Management: the act or art of managing; the conducting or supervising of something (as a business); judicious use of means to accomplish an end; the collective body of those who manage or direct an enterprise (Merriam-Webster).
From these definitions an idea of human resource management forms and can be states as: The art of conducting or supervising the source of supply or support of humans. The purpose obviously is to perform...

...﻿CLICK TO DOWNLOAD
HRM 531 Human Resource Management
Week 1: Individual Assignment: Management Behavior
Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managers under your responsibility. In response to a merger that is about to take place with EnviroTech, you have been instructed to draft a memo to your supervisory team about the importance of the behavior exhibited by managers.
Resource: InterClean–EnviroTech Merger Scenario
Review the InterClean–EnviroTech Merger Scenario on your student Web site.
Write a 700- to 1,050-word memo that includes the following information:
Explain how a manager’s behavior can affect the productivity of his or her workers.
Describe the types of management action that align with employment laws and those that do not.
Describe best practices for working within a diverse work environment.
Note: Be sure to draw from your experiences and readings for each aspect of your memo. APA format is not required for this memo; however, you must include a title page and a references page.
Week 2: Individual Assignment: Career Development Plan Part I—Job Analysis and Selection
InterClean has just merged with EnviroTech and, as a result, has taken on a new strategic direction. The company will no longer sell only cleaning products, but will also provide full-service cleaning solutions for organizations in the health care industry. As a...

...﻿Situation:
1. Human Resource Manager of PepsiCo’s Possible Reasons for Cessation of Employment
1. He/she got a better offer from the competitor company. That offer can be more salary or an upper position than PepsiCo.
2. Conflicts between management and HR Manager regarding a company issue or conflicts between employees and HR Manager.
3. Changes in his/her life situation. If he/she is married or had a baby, and the salary and benefits no longer support your needs, he/she has to find a better opportunities to support his/her family.
4. The culture and values of the company is way different from His/her culture and values then it will be difficult for him/her to apply this in work.
5. Because of the high stress level at work, that affects the physical or mental health and also it affects the relationship between his/her friends and family.
2. The Company Exit Procedure for the Above Situation
Exit interview is very important for the both parties to communicate with each other and discuss about the issues he/she have and about the policies. First of all HR Managers left the job without giving any notice to the management of the company and for that company can take legal actions against the former HR Manager. Before that company should conduct an exit and release interview to former HR Manager to know the reasons behind the action. To do that Company can communicate with former HR Manager to do the exit interview. If he/she...

...When management provides a workplace structure that focuses on the interests of their workers, it can make a tremendous difference in the success of the organization. By offering benefits and incentives, it makes employees happy to come to work, do a better job, and improves interactions with one another. The way an organization treats its staff, says a lot about a that group. It can really be what makes or breaks a business. Properly motivating your employees not only keeps the people in the office happy, but if your employees are happy, they will be more likely to go the extra mile with a customer, thereby making the outsider happy as well, which is generally what every organizations main goal is.
It is so true when it’s said that, “A company is only as good as its worker.” This is so very true, and in order to make good workers, management needs to provide its employees some benefits, incentives that make them want to come into work, opportunities to move up. These kinds of offers help the employees feel a more personal connection to upper management, make them feel more appreciated for what they do. When there is a Christmas bonus for the top sales person in the forth quarter, that will make people work harder when there is a tangible goal presented to them. If people are given the freedom of casual Friday, that allows people to feel that they can be more relaxed even on the other days, because they know that it is not...